Cutting Through The Fog Finding A Future With Fintech Case Study Help


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Cutting Through The Fog Finding A Future With Fintech Case Study Solution

Background and Facts

Cutting Through The Fog Finding A Future With Fintech a workplace products seller for tiny and also moderate sized companies has lately been involved in planning for a merger with its competitor House Deport, which has actually affected efficiency degrees in departmentswith the senior manager involved in lawful difficulties put forth by the federal Profession Compensation. With the Advertising and marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the function in the future. With challenges in the form of a prospective social adjustment and also reduced employee spirits, the company is in need of a total reengineering initiative at the marketing division.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural change at the marketing division of Cutting Through The Fog Finding A Future With Fintech is enhancing unpredictability in the workplace causing various obstacles for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing calculated choices considering that Stapes Inc. had to desert its plans of merging with Workplace Deport after the Federal Profession Compensation's intervention in the process. Offered the fact that the store has an international presence with branches in UK, U.S.A., Canada and Germany, political factors in each of these countries may have the ability to influence performance or strategic objectives. Federal Trade Payment's antitrust fit against the merger took up beneficial time of the company's elderly management suggesting that 'political' factors can have major effects for a worldwide business.

Economic Factors: Financial factors such as the development of small businesses in the international scenario recommend that Cutting Through The Fog Finding A Future With Fintech is flourishing in an environment where there is prospective growth of companies. Along with this, truth that store clients are mainly seeking workplace materials for home offices recommends that the marketplace has a rising trend of entrepreneurs and home services.

Social factors: Social patterns in the economic climate show that consumers are seeking comfort along with appealing costs. Marketing research shows how the client for Cutting Through The Fog Finding A Future With Fintech lacks understanding about locating options which can use a mix of convenience as well as inexpensive.

Technical factors: Technology plays a crucial function in Cutting Through The Fog Finding A Future With Fintech's organisation technique specifically as the company is piloting Modern technology centers which would offer technology sales as well as assistance in the kind of memory upgrades, outer installations. (Recap of PEST in appendix 2).

OB Issues and also Effects.

A number of underlying Business Behavior issues can be seen in Cutting Through The Fog Finding A Future With Fintech's case as highlighted in this section.

Concerns about cultural modification: There is worry regarding a social adjustment that would certainly occur as soon as Todd Krasnow leaves from his position as the Exec Vice President of Advertising with most of the employee currently showing unhappiness over this prospective step. This predicted modification has actually created stress and anxiety in the office which has actually been coupled with the previous anxiety of preparing the firm for a possible merger with House Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is shortage of workers that can match the demanding atmosphere of a busy organization. Not only does this cause trouble in finding the ideal individuals, it puts tension on new hires as can not endure the speed as well as pressure that the company anticipates them to bear.

Twin Reporting Lines: Newbies locate this organizational culture cumbersome as well as challenging to deal with especially as populated line relationships are indicated to be weaker generally and objective setup as well as efficiency assessment is still done by the strong line manager. This indicates that newbies could lose clarity regarding their respective duties and goals particularly as dotted line coverage does not maintain them in straight communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been hypothesized that the last would take Krasnow's setting came as an impact to her spirits. Lewis may have been capable and proper for the task but the fact that Kransnow's separation would make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Task Instability: Concern and also insecurity can be determined as two major worries that Lewis would be handling especially as the merging has now be terminated and 2 elderly execs of the advertising and marketing department would certainly be leaving. The entire responsibility of the division would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining regarding a social modification yet would also need to confirm herself in her new duty.

Inappropriate Monitoring Style of Leader: Lewis's administration design and also its conflict with the advertising and marketing division's function can likewise be seen as an OB obstacle especially as she has been used to dealing with concerns in the procedures division where personnel are shown to focus on processes and get them right. The marketing division on the other hand can be seen as a team of individuals who are used to being nurtured by Krasnow that concentrated much more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental disputes between three divisions, advertising, merchandizing as well as operations specifically over the allowance of the advertising mix can be determined as one more OB problem. The marketing division does not share the very same vision as the various other 2 divisions concerning the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing as well as procedures departments do not agree over the marketing mix appropriation amongst one another either.

Disintegration in Advertising Department: Disintegration in between the marketing and advertising divisions can be identified as an additional OB problem which can need more attention. The truth that the marketing and advertising areas in the advertising division are disconnected is stopping both departments from obtaining from each other's experience and competence. Integration of advertising and marketing with merchandising and procedures would become more difficult if the advertising department itself is degenerated which can be another possible OB problem.

Cutting Through The Fog Finding A Future With Fintech Analysis

Different concepts have been used to discuss the conditions to obtain additional clearness regarding the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that juniors are easy and careless, have little passion as well as resist modification. The circumstance at Cutting Through The Fog Finding A Future With Fintech is not completely adhering to Concept X, it can be seen that brand-new hires are locating this atmosphere rather stressful which may ultimately lead to a better disposition of the monitoring in the direction of Concept X. Also while evaluating Lewis's administration style, theory X may have been ideal in the operations division to some level yet the Marketing division would call for dependence on Theory Y in order to obtain the imagination and also creativity from the groups.

Tuckman's Team effort Theory: As much as Lewis's issue concerning bringing harmony between the marketing and advertising division is worried, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Theory'. By combining the advertising and advertising and marketing division's work, there may be the exact same first separate which can lead to the second phase of 'storming' where the groups test one an additional.

Bridges' Transition Design: Based On William Bridge's concept (appendix 4), individuals are quite unpleasant with adjustment, which is obvious by the circumstance at Cutting Through The Fog Finding A Future With Fintech The scenario can be seen as a regular training course of life if is researched according to Bridge's theory where he clarifies that people undergo three phases of shift when they experience modification. 'Ending, losing as well as Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals exist with change, they get in stage one therefore there may be emotions like unhappiness, unpredictability, stress, rage, concern, denial and disorientation.The situation at the advertising and marketing department of Cutting Through The Fog Finding A Future With Fintech is comparable so Lewis can get comfortable with the suggestion that it is not remarkable habits. In the 2nd stage, there might be a need to bridge the void between the brand-new and old society so Lewis may need to face this ordeal when Krasnow leaves. There may be low spirits and also reduced productivity at this stage which need to not be taken as an obstacle. It is throughout this phase that Lewis will certainly need to offer support to the department to make sure that they can find a sense of direction. It can be seen how Krasnow has actually already made this transition much easier by making Lewis obtain involved in the division a year prior to his real separation. Based on Bridges' Design, phase three will certainly bring about visibility to discovering, High energy and also dedication as individuals will welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has reviews the relevance of 'safety and security requires as being a lower level requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe and secure and also out of risk' is at the second level of requirements. Before a staff member can be made to develop emotionally, he requires to have his 'Physiological 'as well as 'Security' needs met.

SWOT Analysis for Cutting Through The Fog Finding A Future With Fintech Case Study

Effects of Analysis.

The OB analysis has actually taken a look at different theories to recognize how to handle the present circumstance at hand. The following 3 alternatives have actually been recommended to help Lewis manage the business obstacles in the advertising department. Each of these choices has actually been proposed for reducing the transition required to bring the marketing division according to the requirements of the marketplace as well as for making the social change that would follow once the existing leader leaves.

Integration of marketing and advertising features. Separating Adverting and also Manufacturing functions. Integration of Marketing with Procedures.

Analysis of Alternatives.

Integration of Advertising & Advertising Functions: The internal advertising company of Cutting Through The Fog Finding A Future With Fintech is already toughness for the company in terms of conserving up on overheads connected to advertising and also promotion. Because no brand-new employment has been done after Bridget Cole's departure with the coverage line being straight designated to Krasnow for the advertising and marketing feature, this is a favorable chance for incorporating the marketing and advertising functions. Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merging days has expertise in business-to-business marketing together with firm and retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to take care of both advertising and marketing features.

The benefit of this strategy is that it will integrate both functions while minimizing the need for hiring an added source for advertising and marketing. Lewis would certainly be heading the advertising department and in any case her substitute would be needed for the current duty that she is executing. The downside of this option is that exterior hiring might cause resentment from internal workers that may be considering the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting as well as Production: Given the competitive stress as well as high quality work needed from the marketing agency, it is recommended that Lewis needs to allow the manufacturing device to be a different feature from the advertising and marketing device. Because many advertising agencies had these 2 features as different devices, it makes even more feeling to comply with the standard.

Combination of Advertising And Marketing with Workflows: Considering that Lewis is already looking after the advertising as well as procedures departments concurrently; it makes sense to integrate both features because she has been effectively dealing with both ends. The reality that the two divisions currently have significant differences over allowance of resources suggests that this combination might have the ability to cause consistency specifically as Lewis would certainly be heading both ends.However there are various downsides of this step specifically as it would put way too much worry over Lewis's shoulders. The fact that Lewis needs to adapt her management style for the marketing department suggests that these 2 divisions would certainly be culturally varied. Along with this, Lewis may not have the ability to apply one kind of leadership style to both divisions which could result in inefficiency in either one of the two functions.


An analysis of the 3 alternatives suggests that assimilation of advertising and marketing and also procedures would certainly not be a possible action as a result of the substantial differences in between the two departments despite the fact that currently Lewis is handling both. While splitting up of the manufacturing feature might have been a positive action for the advertising and marketing division, the fact that it would certainly mean putting a third feature under Lewis's wing means this ought to be avoided as well. The assimilation of the advertising department is the most effective alternative in regards to getting the ideal results from the division. An activity prepare for this alternative is gone over listed below.

Activity Strategy.
Lewis will take over the function of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be combined.

Judith Shapiro will be employed to take Lewis's location as SVP of advertising and marketing.

Manufacturing function will remain component of advertising and marketing under advertising function.

Lewis will certainly separate herself from procedures.

A democratic management style with employee empowerment will be used in advertising division.

Open door plan as well as emphasis on cross departmental communication will certainly be aimed at getting rid of discord.

Contingency strategy.

If the assimilation does not work out as intended, a contingency plan would certainly adhere to which would certainly separate the production function from the marketing feature to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing function will certainly be divided by placing it under an SVP production.